Testing effects of job satisfaction and OCBs on the relationship between talent management and talented employee turnover for sustainable human resource development in healthcare

Abstract

Purpose; The purpose of this study is to better understand the impact of talent management on reducing turnover of talented staff in the Nigerian public health sector. This requires considering the mediating role of both job satisfaction and OCB variables in achieving success at both individual and organisational levels. Design/methodology/approach; This study achieves its objective through a conceptual analysis using the lenses of talent management, social exchange theory (SET) and existing literature. Findings; This study shows that good talent management is not enough to retain and sustain talented employees in the Nigerian health sector. The partial placement model hypotheses were supported by the SET model, implying that talent management requires both job satisfaction of talented employees and OCB to reduce turnover of talented employees. Practical implications; This study enhances the use of the mediating role of job satisfaction and OCBs to better understand the mechanism of talent management in reducing employee turnover within the framework of the social exchange theory model. Originality/value; The originality of this study states that effective implementation of talent management in the Nigerian health sector must be complemented with appropriate mechanisms to achieve effective retention of talented employees.